Will AFGE be able to stop NSPS in time or will it be implemented and have to be stop in a court of law?

We constantly hear about these new pay bands that will replace the present GS system, but where do you find a listing for these bands? I have searched the internet and they seem to be quite a mystery!

I think that Joe Dolittle, Jane Doless, and John Donot have been drags on my organization for years. It is too much work for me to make them shape up or ship out. NSPS will make it easy for me to fire them or to gerrymander the organization to rif them. Isn't this a good thing?

Hello. Out in the 'hinterland' here, we have been hearing that just about everyone below the GS-11 level may expect to see at least pay stagnation, and possibly a pay reduction. This is based on the concept of 'market-based' pay, which seems to mean the prevailing open market wage or salary for an equivalent job with local area employers or local or county government. Our wages are not out of line considering how much the FEHB program cost is compared to the open market or area government employers. For example, my wife's employer family plan costs $5.00 every two weeks, with the same visit and prescription copay, and far better dental and eyeglass coverage. Question: Will NSPS correct the vast inequality in health insurance costs and coverage, and cover 95% as private industry or local government employer plans do? Thank you.

I think that the unions made a tactical blunder by flooding the system with all those form letters, consequently diminishing the value of our comments. Well, Congress knows we hate the system, but some think it is just because of the anti-union issues involved. I think it would be more effective to tell Congress about the problems with the pay-for-loyalty problems that will compromise our duty to first protect the interests of the taxpayers. Either way, we have a chance to get them to dump NSPS, but I think we'd be more successful with the second approach?

The Bush people are telling Congress that we are only concerned about our survival and not about getting the job done. That is not true but it plays to what America thinks about government employees. America needs the unions to protect the employees. If the employees are not protected, then any management corruption, greed, and personal power will jeopardize our duty to protect those we serve - the citizens of the US. What do you and the other union presidents think about emphasizing that NSPS will make employees afraid to speak out against their bosses? If we emphasize that, then maybe Washington will scrap NSPS ... or at least ensure that union rights are kept in the new system. We get what we want and what America needs without it appearing that we are only concerned about ourselves.

How will these changes effect the FERS employee and the amount of social security that is supposed to be part of our retirement?

If the Defense Department implements Pay for Performance and ties GS pay increases to performance ratings, what guarantees does an employee have that they will be rated objectively? How does an employee guard against a biased manager who rates them poorly based perhaps on sexual discrimination or some lack of favors from the employee? Also, unless there are safeguards, doesn't this system encourage favoritism? Seems like a breach of faith for employees who have already given many years of service. Perhaps this could be effective for new people coming into the system, much like the change between CSRS and FERs???

Admittedly there are imperfections in the changes planned for the Defense Department personnel management system, but there are gaping inadequacies in the current system - why not be an active participant in the process rather than the child brought kicking and screaming to the table or the litigious threatening to file suit to block implementation? Are you saying there is nothing wrong with the current system? As a manager and long-time employee of the Department, I'm extremely frustrated that I can neither recruit or retain the most qualified candidates - primarily due to the personnel system and process. We must change something - what are your alternatives to what is being presented? and the status quo is not an answer!

Throughout the narratives, they refer to higher grades, SES, etc. Never is it mentioned about grades GS-8 and below. What about them? Why can't the GS schedule stay in place for them? It's very unlikely they would ever get raises at that grade of pay, and there are a lot of them.

This question is for the Executive branch of our government. I've voted republican for the last two terms for our current President. My question is why does the President always take the side of "big business" over workers right? This current NSPS system appears to going back in time where labor was unrepresented. Could it be that because several members of our elected Executive branch are heavely invested in defence contractors? This hard line "in your face politics with NSPS" buy this administration has forced me to open my eyes. I'm voting Democrat from now on. We the people should have civil liberties which include the right to fair and do process in collective barganing. Why are the Republicans trying to take that away? They are supposed to be for less Government and more freedom. Do they have it backwards?

I've heard/read a lot about what you believe is wrong with the proposed NSPS; but, I've heard/read no specific strategy or plan from you regarding what you would do to help enhance the performance of DOD employees thru pay. Can you let us know any specific, positive, constructive suggestions you might have about what you would do, if you were the Secretary of defense, to enhance an employee's (or to enhance teams' of employees) performance through pay? Thank you!

As a military spouse, I asked an official at a town hall metting at Randolph AFB in spring 05 how the spousal preference program would be effected. The answer I received is "we haven't decided yet." I continually read about NSPS but have yet to see any information about how spousal preference is effected.

Thank you,
Sharee Heineman
sharee.heineman@randolph.af.mil

Why does this administration continue to promote oppression and cronyism (which are the hallmarks of fascism and slavery) as a way to manage the loyal civil servants of this country? Or, put another way; why does this administration hate freedom in America?

Good Afternoon. As part of the implementation of NSPS, many of the dual status (Guard and Reserve) technicians would like to see the retirement age reduced to age 55, as put forth in HR 783 and SB 639. Don, do you feel we could successfully add the language of these respective bills to the overall NSPS implementation. It would certainly clear out a large number of over 50 members, leaving room for up-and-coming younger members. Thank you.

We have a war going on; the Stock Market is slow; how many millions of dollars is this whole thing going to cost taxpayers? Is the current personnel system broke? If it aint broke why fix it?

How will pay for performance work in an organization structure such as the one I work? I am a resource from a technical code loaned to a project for up to a year and a half or more. Sometimes, split between projects or sent TDY to work. My supervisor of record is the one responsible for doing my performance appraisal and he and I rarely interface and usually when we do it's because of some unmet need of one of the project managers.

If this new system survives will people under the old system already in a career ladder be grandfathered?

Don,

Could you tell us your thoughts about how NSPS will destroy the theory of working as a team and as a unit that DOD is built on. Will everyone now be out only for themselves to get the BIG money in Pay for Performance and let the weaker members of the team fail or fall behind.

Why bother? All of our comments are filtered by the union. If you don't like what we say, you delete it.

My questions would be: While AFL-CIO is losing power and membership, why does the AFGE hang on for dear life? Why does AFGE want to support a loser? Why should we take any of your actions seriously? The AFL-CIO is only interested in supporting democrat candidates and causes. They waste time passing resolutions about gay rights, etc., while rank and file workers and their families are in disagreement over these controversial issues. The AFGE is therefore thumbing its nose at conservative workers and busying itself fighting for liberal causes while we sit in horror, helpless to do anything.

Since the AFL-CIO and the AFGE are total failures when it comes to REAL programs that would help rank and file workers and their families, why not give this new program a chance? It couldn't get any worse.

And if you don't print all of my comments, don't bother to print any of them. Thank you. This is from a GS-5.

I have worked hard for 20 years, do everything by the book, am a high producer, have never left the bldg on the clock, never cheated on sign in sheet, yet I get low bonuses or none. Lazy, tattletale cheaters, who come to work late, if at all, and when they do come in, abuse the Internet or phone daily get $1,000 bonuses. So tell me how I am going to get a fair raise with piss poor management under this new system?

What does NSPS have to do with National Security on our bases? Just gives the big boys more rights and takes away all of ours. SO Tell me again who the enemy is? WE ARE NOT THE ENEMY. WE SUPPORT OUR TROOPS. That is our job here. If this goes through we will no longer be able to do that.

How and when will the Wage Grade employees filter into NSPS and how will they determine the pay scale

My question has to do more with the implementation. It appears that career fields are not being considered in the Tier structure. Example: Eglin AFB is in Tier 1.1, Tyndall AFB, is in Tier 1.3 (1-year later). The move to the new pay structure will include "step" increases that would have occurred under the GS pay scale. Employees at Eglin will see an increase in their pay that Tyndall Employees in the same career field will not see for another year. How is this pay disparity being addressed?

I understand DOD discounted many of the comments received during the public comment period. I also understand that most, if not all the so-called public forums held with employees were a joke. I have also been told that DOD frequently told the unions during meet and confer that they remained at opposite ends of an issue and due to the rigid position of the administration, DOD would not consider adjustment of the proposed regulations.

So where did consultation, collaboration, and gaining input from employees and their representatives come into play?

I love the comments from "inside the beltway" particularly on what AFGE's strategy or suggestions would be to "enhance" my performance thru pay. My comment probably won't get on before this chat is over but let me just say this - I didn't come to the government to get rich - Anyone who believes that they must "pay" for a "outstanding federal employee" is fooling themselves. What sets us apart from private sector individuals "chasing the buck" (which is what we'll have under NSPS) is our loyalty and commitment to our jobs. DOD will lose that under NSPS - that's what makes us great. And I resent the implication that there are better performers out there than me.

What will be the costs associated with NSPS? It seems to me that our soldiers are dying because we can't get more troops there - probably because of money - doesn't it make sense to spend DODs money on winning with the insurgency rather than a new, untested, personnel system?

While the Government or OPM find ways of downsizing, downgrading, underpaying and blocking our collective bargaining rights and tools, the very things that were given to the Federal employee to stop work stoppages and or strikes have been negated. What will stop the Federal workforce from taking whatever action they deem or seem to be appropriate to counter this invasion?

How could there be no effect to my retirement if they have the right to reduce my pay by 10%.. That will effect my retirement will it not?

I've worked for the government for 23 years and there is a pattern of implementation before most projects or plans are ready, which has an effect on all. If they are going to do this they should at least wait until they have something that will be fully functional once implemented. Instead of something that will take years to work the bugs out of and untold amounts of manpower wasted. I've never had to go to the union on an issue, but the need for a check and balance system is vital to the hard working employees. Will the union be able to slow this process down until it is at least a presentable option?

What chances do you give the NSPS being implemented? I have wrote to every elected Rep. in the area to try and stop the NSPS.

I don't think is right to include the Cost of Living allowance as part of the pot of money that is going to be allocated for awards under NSPS. It's not right. Supervisors in general award money based on how they feel about an employee this includes not only work performance but personality.

How can you guarantee that people will not receive large bonuses based on favoritism? We see favoritism all the time now so what is going to change?

If NSPS is challenged in court, what specifics of it will be challenged to stop it?

You clearly are not trying to help at all, rather just make incendiary comments that are based on half-truths. Why don't you tell the truth?

Is it possible under pay for performance for an employee who is in their last three years of service prior to retirement, to have thier pay become stagnated or remain at the same level?

If so, would this not limited the high three salary to the salary rate achieved three years prior to retirement?

Why are not more people talking about the effect NSPS will have on Vets!

When CSRS was replaced with FERS everybody after a set date was FERS. Why is the same principal applied here? With over 50% of the labor force expected to retire within the next 5-8 years this would be an ideal time to practice the same dated replacement to NSPS.

Why are they refering to our annual COLA as a pay increase like it was a raise and not an effort to remain in line with inflation? Why is the COLA going to be part of a Pay Pool for Permormance awards?

Will the performance pay also be monitored so an equal number of the various minority groups are rewarded with performance pay on the same percentage level as management likes to see in management positions?